Podcasts about hr generalist

Allison Forcelli, HR Generalist with Plus3 IT Systems, shares her evolving journey into HR and recruiting, highlighting key insights about career flexibility and the importance of building a personal brand early on. Plus3 offers cleared, cloud-focused roles, with most positions requiring a polygraph. The company fosters a collaborative culture and fully supports professional development and continuous learning.6:56 How P3 supports their cleared professionals' pursuit of professional development.10:33 How the company competes for polygraph professionals. Small but mighty. 11:57 During the application process, make sure your resume is as accurate as possible. You don't want to have discrepancies. Find complete show notes at: https://clearedjobs.net/plus3-it-systems-cloud-focused-poly-roles-podcast/ _ This show is brought to you by ClearedJobs.Net. Have feedback or questions for us? Email us at rriggins@clearedjobs.net. Sign up for our cleared job seeker newsletter. Create a cleared job seeker profile on ClearedJobs.Net. Engage with us on LinkedIn, Facebook, Instagram, X, or YouTube. _

Brittany is the Senior HR Generalist: Risk Management + Workforce Development at the City of Minot in Minot North Dakota. In this episode we cover Recruiting and some bes tpractices to find new talent. We also cover interview-prep and how to position yourself as an interviewee. Her Billboard would state: "Your Public Works workers WANT to make you Happy." Give the show a listen and remember to thank your local Public Works Professionals. 

In episode 172, Coffey talks with Michaela Glendening about engaging and retaining emerging HR professionals and Gen Z employees in the workplace.They discuss Dallas HR's new Emerging HR Professionals Committee initiatives; unique characteristics of Gen Z workers; the importance of regular feedback and communication; mentoring program strategies; managing workplace expectations around deadlines and productivity; connecting employees with organizational values and mission; creating effective feedback systems; balancing remote and in-office work preferences.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Michaela Glendening is an HR Generalist at ARCO/Murray, specializing in onboarding, employee relations, performance management, DEI, and benefits administration. She graduated from Texas Tech University in 2019 with a Bachelor's degree in Human Resource Management and Marketing. Michaela has been actively involved with SHRM since her time at Texas Tech, where she served as President of Tech SHRM and more recently as the 2023 DallasHR Director of Student Engagement. Currently, Michaela is leading the launch of the new DallasHR Emerging Professionals program, designed to provide resources and support for HR professionals in the early stages of their careers.Michaela Glendening can be reached at https://www.linkedin.com/in/michaelaglendening/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike shares his insight from 25 years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and is a volunteer leader with the SHRM Texas State Council and the Fort Worth Chamber of Commerce.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200).Mike and his very patient wife of 27 years are empty nesters in Fort Worth.Learning Objectives:Implement regular feedback systems that provide daily or weekly performance metrics and constructive guidance to meet Gen Z expectationsDevelop authentic mentoring programs that align with individual career goals and provide clear pathways for growthCreate engagement strategies that demonstrate organizational values through actions rather than just words, incorporating peer recognition and regular communication.

Corporate Social Economics, in the general public, is renowned as a company that helps other companies engage in philanthropy and corporate social responsibility. On the inside, CorpSE is just another company that strips away your soul. On Halloween Night, after a long week with overtime, several employees are wrapping up work before a party. Several groups are called up to the C-Suite, and the horrors only get worse from there...Slasher Flick is a game of blood curdling horror by Cynthia Celeste Miller and Spectrum Games. The game is available in pdf from DriveThruRPG, and in physical as a print on demand book from Lulu.(Characters are introduced as whether Primary or Secondary, their name and pronouns, role at CorpSE, and what they are dressed as for Halloween.)Greg - GMDan:Primary: Shouta Yamasaki, (He/Him), Communications Specialist, Secret AgentSecondary: Aphrodite “Dita”, Kontos, (She/Her), Social Media Specialist, TorturerSecondary: Ryker Carter, (He/Him), Videographer, Giant Eyeball HelmetEthan:Primary: Berry Stone, (He/Him), Accounts Payable Manager, Pirate CaptainSecondary: Yazmin Washington, (She/They), Payment Processor, Pirate Crew MemberSecondary: Nazeer Abbasi, (He/Him), Inventory Manager, Pirate Crew MemberJared:Primary: Lisa Christensen, (She/Her), HR Generalist, Witch (No Effort)Secondary: Leonid “Leo” Borysova, (They/Them), Office Generalist, Werewolf (Too Much Effort)Secondary: Vera Morales (She/Her), Paralegal, Jester / Clown (Inappropriate Effort)

This is Derek Miller, Speaking on Business. For almost seven years, Expedition HR has offered human resources consulting solutions to Utah businesses that either do not have an in-house HR team or have a team that lacks experience. Here with more is CEO and Lead Consultant Jill Shroyer. Jill Shroyer: At Expedition HR, our goal is simple: to help you master what you don't know about human resources, while giving you peace of mind and more time to focus on growing your business. We specialize in helping businesses without dedicated HR teams build a strong HR foundation and navigate tough workplace conversations with confidence. We do this through our HR Subscription, which is like having a Director of HR on-call, our HR Jumpstart program, an 8-week HR Generalist training, and our signature leadership training, Navigating Tough Conversations, which empowers business leaders and employees to tackle difficult discussions head-on, without feeling like a jerk. We do not offer in-house recruiting services or HR administration, but we provide strategic, expert guidance on best practices across all areas of HR. We're proud to offer a suite of cost-effective solutions that allow businesses to reduce HR-related stress, save time, and stay compliant with best practices. Derek Miller: Expedition HR provides businesses with the tools and resources to set up a strong human resources foundation, in addition to offering businesses ongoing HR support services. Find out what Expedition HR can do for you, by visiting their website. I'm Derek Miller with the Salt Lake Chamber, Speaking on Business. Originally aired 10/28/24

Welcome to the tenth episode of our new series Japan Scalers. In this series, we will only interview guests who have surpassed 100 million yen in revenue annually. In this tenth episode, we are joined by Erika Iwai and Allen Wong, co-founders of Sollective, which is a Japan based corporation that is re-inventing freelance in Japan by changing the views of companies towards freelancers. Join us as Erika and Allen explains the stages of their buisness progression that led them to be recognized as one of Japan's best 100 startups in 2023 by the Toyo Keizai magazine. --- Time Stamps : 0:00 Introduction3:35 About Sollective4:44 How Does Sollective Help Freelancers?6:04 What is “High-Level Talent”10:35 What is Sollective's Competitive Advantage for Getting Into the Industry?12:35 The Stages They Have Developed as a Company and How Many Users They Have Now14:06 Stage 1: The Beginning16:38 What Is the difference between an HR Generalist and an HR BP?19:59 Does Sollective find that to be a Huge Advantage in Developing the Product?21:29 How Did Sollective Gain their Initial Users?28:26 Tips on How to Progress from the Starting Stage in the Japanese Market31:56 Business Models Changes in the Earlier Stages35:43 How Sollective Adapted their Personalities and Business Style in the Beginning38:27 Stage 2: The Investment39:43 How the Managed the Challenge of handling and balancing Companies and Freelancers in a Two-Way Marketplace44:44 Stage 348:41 How Work Contracts and the Qualified Invoice System Impacted their Business54:19 Tips on How to Progress to Round 2 from Round 159:37 About the Trust between Them and Their Clients and Final Thoughts  ---Links from Guest Appearance : Erika's LinkedIn | Allen's LinkedIn | Sollective's Website ---The Japan Scalers Podcast is produced by our companies Scaling Your Company & Launch LabScaling Your Company offers several services Scaling Your Company : 1 on 1 advisory on sales, marketing, management Scaling Your Sales : Courses to increase your sales in Japan. Scaling Your Marketing : Creating websites in English or Japanese + SEO + MEO Launch Lab : Japan Incorporation Services Discover how Launch Lab can simplify your journey and fuel your growth in Japan : ⁠https://launch-lab.jp/⁠ --- Send in a voice message: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://podcasters.spotify.com/pod/show/scalingjapanpodcast/message⁠⁠⁠

Welcome to the Military Transition Podcast, Human Resources Pathfinder Series, where we share invaluable Human Resources career insights and HR tips and tools tailored specifically for the veteran community. I'm your host, Misty Moreno. I served in the Air Force for 20 years and retired in 2020. I'm the Marketing Manager and Content Creator for Vets2PM, and I mentor veterans just like you through the military transition. In today's episode, we have the privilege of hosting Alexandra Kaprielian, a dynamic HR professional who currently works as the Manager of People Engagement and Onboarding at SYPartners in Manhattan, NY. Alexandra's journey to the consulting world has been anything but conventional. Growing up in San Mateo, CA, Alexandra dreamed of being a singer. After performing in over 30 shows in the Bay Area, recording a solo jazz album, traveling on a National Broadway tour, and working as a Casting Assistant for TV and film in LA, she spent over 15 years in the service industry. Pursuing her Broadway dreams, she moved to New York, but soon found that working long hours in restaurants wasn't fulfilling enough. With a friend's help, she transitioned to Talent Recruiting at SYPartners, seeking a better quality of life. Over almost six years at SYPartners, Alexandra transitioned from Talent Acquisitions to People Operations, and now to her current role in Onboarding within Learning & Development. Her creative skills and experience in talent acquisition and the hospitality industry made her a natural fit for an HR Generalist role. When Alexandra isn't in front of her computer, you can find her singing at jazz venues in New York, doing voiceovers for commercials and books, or enjoying a morning cup of coffee or a glass of champagne to end the day. Join us as we explore Alexandra's unique journey, her experiences and insights in HR, and how she leverages her diverse background to enhance People Engagement and Onboarding at SYPartners. Let's dive in! --- Support this podcast: https://podcasters.spotify.com/pod/show/vets2pm/support

Datapac, Ireland's leading technology solutions and services provider, has announced the launch of Pathways Inclusion, a new initiative which aims to expand access to technology careers through diversity and inclusion. With the Pathways Inclusion initiative, Datapac plans to widen the talent pool within the technology industry by targeting largely untapped talent groups. These include career-changers with transferrable skills and rich work experiences, and those seeking direct entry into the workforce after secondary education. The initiative will also encourage more women and young girls to consider careers in technology. With a focus on collaboration rather than competition, Datapac aims to create a more inclusive environment within the indigenous IT industry in Ireland. This new initiative builds on Datapac's successful work and graduate placement programmes, which have taken on over 220 candidates in the last 18 years. Pathways Inclusion will seek to reach, empower, and support individuals throughout all the stages of their education. Primary school: Much of the inequality in the technology sector, particularly the gender gap which is still prevalent, can be traced back to the very root of education. Datapac recognises the importance of early education in shaping perceptions and aspirations and will collaborate with key organisations to promote a more inclusive narrative about to children from a young age, helping to broaden their horizons for what's possible during their life trajectory. Secondary school: Mentorship and exposure to lived examples during the formative secondary school years can have a significant impact on career choices. Datapac, in partnership with Maynooth University, will participate in the STEM Passport programme from September 2024 to provide mentorship to Transition Year girls, encouraging their pursuit of STEM careers and culminating in a level 6 STEM qualification. Additionally, Datapac is embarking on roadshows at local secondary schools to inspire students by sharing first-hand experiences Third level: Datapac's third-level work placement programme offers students diverse, real-world experiences within the tech sector, exposing them to various roles and opportunities for growth Post-graduation: The Graduate Development Programme at Datapac provides tailored career experiences and mentorship to graduates from a broad array of disciplines, equipping them with industry-recognised certifications and skills necessary to excel in the tech sector Datapac, in close collaboration with its talent acquisition partner Intellect Talent, employs inclusive hiring practices to attract candidates from diverse backgrounds, focusing on transferrable skills and potential for growth over traditional qualifications. Datapac employees benefit from a range of support systems designed to enhance their professional skills and personal growth. These include an Employee Assistance Programme (EAP), continuous learning and upskilling opportunities, and a Community Contribution Initiative which encourages employees to engage with and contribute to charitable causes, supported by additional leave for volunteering. They can also avail of flexible working and a range of initiatives aimed at promoting work-life balance. Karen O'Connor, General Manager, Datapac: "At Datapac, we believe that diversity and inclusion are essential for driving innovation and success in the technology sector. The modern technology landscape is evolving at an unprecedented pace, but a significant portion of the talent pool remains untapped due to outdated barriers to entry. To help address this inequality and evolve the narrative, Datapac is launching the Pathways Inclusion initiative as a movement towards greater industry-wide inclusivity." Bronagh Murphy, HR Generalist, Datapac: "This goes beyond merely attracting talent at the recruitment stage and looks to how individuals can be supported once they enter the industry, and through an investment in...

This episode of "Work Like a Mum" is an inspiring conversation with Rosemarie Fox, HR Generalist at Saint-Gobain. Rosemarie is a single mum who has found a workplace that supports her in achieving both career success and personal fulfilment.In this episode, you'll learn:How Rosemarie transitioned her career from pharma to food and finally to Saint-Gobain, finding a perfect fit.The importance of a supportive workplace culture for working parents.How to navigate the challenges of single parenthood while achieving your career goals.Tips for carving out "me-time" and building a strong support network.The power of asking for help when you need it.Rosemarie also shares:Her experiences balancing work and single parenthood.How she manages important appointments for her son while excelling in her career.Insights into the dynamic world of HR and fostering a culture of development.Golden nuggets of wisdom for all single parents navigating parenthood solo.This episode is for you if:You're a working parent looking for inspiration and advice.You're considering a career change.You're a single parent feeling overwhelmed.You're interested in learning more about HR and creating a supportive work environment.Don't forget to subscribe for the latest episodes of "Work Like a Mum" and follow Investing in Women on social media for more tips and updates!Show Links:Connect with Rosemarie Fox on LinkedInConnect with your host, Elizabeth Willetts on LinkedInFollow Saint-Gobain on InstagramExplore Careers at Saint-GobainBoost your career with Investing in Women's Career Coaching! Get expert CV, interview, and LinkedIn guidance tailored for all career stages. Navigate transitions, discover strengths, and reach goals with our personalised approach. Book now for your dream job! Use 'workitlikeamum' for a 10% discount.Support the showSign up for our newsletter and never miss an episode!Follow us on Instagram.And here's your invite to our supportive and empowering Facebook Group, Work It Like a Mum - a supportive and safe networking community for professional working mothers. Our community is full of like-minded female professionals willing to offer support, advice or a friendly ear. See you there!

Episode 265 Features Stacey Dedering, who hails from San Jose, California. Stacey is the proud mom to 17 year old twins and works as a HR Generalist in the education industry. She also volunteers with her local Food Bank, takes leadership roles and will soon celebrate 4 years of volunteerism.  Listen in to a wonderful […]

Episode 36: Vanessa Zazueta Discusses How to Launch Successful Wellbeing Programs in the Workplace 3/5/2024 Vanessa Zazueta joins us to discuss how HR leaders can help employees thrive in their personal and professional lives by focusing on three wellbeing pillars: physical, mental, and financial health. As a director-level HR Generalist, Vanessa shares her experience launching successful wellness programs and fostering an open, inclusive work culture.  Vanessa also emphasizes the importance of navigating your own wellbeing journey — while also leading wellbeing initiatives for your team. Additionally, the conversation includes a fun anecdote about an office fish named Tugboat, which brought the team together and created a sense of community. Noted in Podcast: HR HOTSAUCE “Favorite song to bring you out of a funk playlist”: Jump in the Line by Harry Belafonte What Vanessa is watching: How to Get Rich - Netflix For practical advice on improving your financial wellbeing Our Sponsor: People Element  Understand, engage, inspire, and retain your people like never before.  People Element's employee experience and engagement solution delivers powerful intelligence, giving you the confidence to act. www.peopleelement.com LinkedIn: People Element Twitter: @People_Element

Join Side Affects Producer Kenzie McEvily, as she returns from maternity leave and hosts the first podcast of 2024. In this episode, Kenzie discusses a topic close to her heart and relevant to many: the challenges and joys of pregnancy, navigating maternity leave, and exploring postpartum resources. She is joined by her colleagues, HR Generalist, Erin Woessner and Population Health Manager, Tiffany Kuck, who bring their insights and experiences as professionals assisting employees through their parenting journey, as well as their own experiences with motherhood. Tune in to learn more about what benefits your organization can offer pregnant employees, policies on maternity leave, and mental health resources for expecting parents.

Chad Thompson currently serves as the Chief People Officer at LanzaTech and has over 28 years of HR experience spanning 3 industries. LanzaTech is leading the development of clean and pollution free manufacturing. Global outsourcing, information technology, Energy and chemical manufacturing. Chad has extensive international experience having worked in the Caribbean , Latin America, North America and Asia Pacific and responsible for operations in Africa and Europe.HR Generalist with experience in HR shared service, benefits administration, HR business partnership, organization design, change management and strategic HR as well as Mergers and acquisition. He is a trusted advisor and executive team member and has a proven track record of building leadership capability within HR and strong business partnership. Ability to lead.Prior to this role, Chad served in various leadership roles such as the HR Director for North America Exploration and Production at Chevron.

EP. 1091: HRBP กับ HR Generalist มีความแตกต่างกันอย่างไร by Prakal Pantapalangkura

HR Generalist, Sophia Burris, SHRM-SCP, joins hosts Demetrius Norman and Kevin Abbed for the latest episode of Career Compass. Tune in to learn about Sophia's unique journey into the world of HR and how her experience, MBA from Morgan State University, and certification helped her establish herself as an HR practitioner.Earn SHRM 0.5 PDC for listening to this podcast; all details provided in-episode.Episode Transcript

On this episode of Pump & Motor Dialogue, we speak with Stephanie Robinson, HR Generalist, about the different community outreach and internal initiatives that the Pump and Motor Division engages in. Stephanie has spearheaded numerous projects in her time at Parker and we dive into the highlight and about the work and planning that goes into each one. All this and more on Pump and Motor Dialogue. Do it up!

Ep240:  Recruits and star employees have choices, and they demand work-life balance and flexibility, but what does that look like? We introduce AAIM Member Lane Heaney, an HR Generalist at Child Care Answers. Lane watches firsthand how her organization empowers employers to provide the support their employee's demand. Also, Lane discusses how she keeps her head above water as a one-person HR department.   Lawyer on the Clock:  4:07 - Do current OSHA standards for high hazard industries require you to submit 300 logs, 301 logs, or both?   9:11 - How do you determine if you are in a high hazard industry?   11:01 - Mandatory lunch meetings: clocked-in or clocked-out?   Philburt's Phorum: 13:25 - Monique, our AI contributor tests out new looks.    The Employers' Lounge: Child Care Answers 16:31 - Lane Heaney discusses moving away from the “employees' child care issues are not my issues” mentality.    21:09 - Employer provided solutions for employee childcare can vary greatly: splitting shifts, job sharing, flexible spending accounts, childcare subsidies, PTO, or even just including information about available local programs in your onboarding.   25:55 - Remote work has brought up new issues when it comes to childcare while parents are working from home.    Poll Results 26:38 -  Flexibility in hours and location was the number one response to “which of the following do you think impacts work life balance the most?”   28:15 - Our listeners overwhelmingly have not implemented any type of child care support for employees and do not feel it is a fit for their organization. Host(s):  Phil Brandt, President and CEO, AAIM Employers' Association Tom Chibnall, Associate, Ogletree Deakins   Special Guest(s):  Lane Heaney, HR Generalist, Child Care Answers   Powered by AAIM Employers' Association and Ogletree Deakins, a Feature Group USA production 

Description: In this episode, we'll explore the idea that workplace engagement is a two-way street and that employees and managers must play an active role in finding the right balance. Engagement is crucial to productivity, motivation, and satisfaction in the workplace, which both employees and managers should strive for. But what does it take to create a workplace culture where engagement is a shared responsibility? We'll hear from MRA's Employee Engagement Survey Director, Kristie Haase, who will share her insights on creating a workplace where employees and managers are equally engaged. We'll explore topics such as: The importance of communication and collaboration between employees and managers How to set goals and expectations that promote engagement and motivation for everyone involved The role of feedback and recognition in maintaining engagement By the end of this episode, you'll better understand how workplace engagement is a shared responsibility between employees and managers and the strategies they can use to promote engagement and balance for everyone involved. Whether you're an employee or a manager, this episode is for you.   Resources: Employee Engagement Resources   MRA Membership  About MRA  Let's Connect: Guest Bio - Kristie Haase  Guest LinkedIn Profile - Kristie Haase  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:01 - 00:00:03:10 Hello everybody and welcome to 30 minute Thrive, 00:00:03:10 - 00:00:06:20 your go to podcast for anything and everything HR. 00:00:06:21 - 00:00:09:22 powered by MRA, the Management Association. 00:00:09:23 - 00:00:12:23 Looking to stay on top of the ever changing world of HR? 00:00:12:23 - 00:00:14:18 MRA has got you covered. 00:00:14:18 - 00:00:17:16 We'll be the first to tell you what's hot, and what's not. 00:00:17:16 - 00:00:21:03 I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:04 - 00:00:23:02 Now it's time to thrive. 00:00:23:02 - 00:00:26:20 Hello, everybody, and welcome to this episode of 30 Minute Thrive. 00:00:27:04 - 00:00:30:23 I'm excited to introduce to you our guests for today, and that's Kristi 00:00:30:23 - 00:00:35:09 Hasse our employee engagement survey director here at MRA. 00:00:35:21 - 00:00:39:15 Kristi's passion is coaching leaders to really identify 00:00:39:15 - 00:00:43:17 and align employee strengths to meet the business needs of the organizations. 00:00:44:04 - 00:00:48:00 And she uses a combination of questions, humor 00:00:48:00 - 00:00:52:19 in analogies to strengthen leaders ability to communicate with team members, 00:00:53:09 - 00:00:56:08 applying that same combination to align employees 00:00:56:08 - 00:00:58:17 to their current positions and career path. 00:00:58:17 - 00:01:02:18 Her goal is really to increase engagement one employee at a time. 00:01:03:07 - 00:01:07:17 So Kristi has served as an HR Generalist for 17 years 00:01:07:17 - 00:01:12:16 in the manufacturing distrubution and health insurers, insurance industries 00:01:12:16 - 00:01:16:01 across private public and nonprofit sectors 00:01:16:01 - 00:01:19:01 and has worked at MRA for almost ten years now. 00:01:19:01 - 00:01:21:00 So she comes with a lot of experience 00:01:21:00 - 00:01:23:04 and knowledge today that i'm excited to talk about. 00:01:23:16 - 00:01:27:02 And she'll really be highlighting employee engagement with her 00:01:27:02 - 00:01:29:01 coaching and leadership backgrounds. 00:01:29:01 - 00:01:30:20 So thanks for joining us. 00:01:30:20 - 00:01:33:00 Thanks for having me. Absolutely. 00:01:33:07 - 00:01:35:11 let's dive into the first question right away 00:01:35:23 - 00:01:37:19 and I really want to talk about that. 00:01:37:19 - 00:01:43:01 There's a lot of different words and terms that people like to use when talking 00:01:43:01 - 00:01:46:12 about engagement, for example, engagement, 00:01:46:12 - 00:01:49:03 satisfaction, retention and culture. 00:01:49:12 - 00:01:52:04 So can you kind of talk about the difference 00:01:52:04 - 00:01:55:17 in the differences between each of those terms now? 00:01:55:17 - 00:01:56:17 Sure. 00:01:56:20 - 00:02:00:00 So if we're thinking about engagement, 00:02:00:19 - 00:02:03:06 engagement in the definition that we use, 00:02:03:06 - 00:02:06:12 at MRA is really investment. 00:02:06:20 - 00:02:10:02 How invested is an individual 00:02:10:09 - 00:02:13:14 in the organization they are in and in the job that they're doing, 00:02:13:17 - 00:02:17:11 whereas satisfaction really is 00:02:17:19 - 00:02:20:00 how content are they. 00:02:20:19 - 00:02:23:16 So I like to use the analogy for those two 00:02:24:12 - 00:02:27:20 to be almost like being in this room with you right now. 00:02:27:20 - 00:02:30:23 So this is a very comfortable room. 00:02:31:03 - 00:02:32:19 It's nice and warm. 00:02:32:19 - 00:02:34:22 You're nice and warm. 00:02:34:22 - 00:02:36:15 You know, it's easy to be here. 00:02:36:15 - 00:02:39:16 So I can say, Oh, you know, I'm content, 00:02:40:06 - 00:02:44:04 but if you were not asking me questions 00:02:44:04 - 00:02:48:05 in the moment, I could be satisfied content, 00:02:49:11 - 00:02:52:08 but maybe thinking about something entirely different. 00:02:52:13 - 00:02:53:06 What am I having for dinner? 00:02:53:06 - 00:02:57:20 so I may not be invested in the discussion or I may not be present 00:02:57:23 - 00:02:58:18 in the discussion. 00:02:58:18 - 00:03:03:17 So in order to be both satisfied and engaged, 00:03:03:17 - 00:03:07:23 a person has to say for satisfaction, Is this really a place for me? 00:03:07:23 - 00:03:13:12 And then for engagement do I want to contribute to I want to be a part of. 00:03:13:19 - 00:03:18:05 So they really they work together, but they are separate things. 00:03:18:17 - 00:03:21:11 So how do they look on the other side now? 00:03:21:19 - 00:03:23:03 How do they tie together? 00:03:23:03 - 00:03:28:04 And should you be using these terms interchangeably? 00:03:28:04 - 00:03:30:19 You should not be using the terms interchangeably. 00:03:31:04 - 00:03:32:16 That's the easy part. 00:03:32:16 - 00:03:38:16 How they tie together is almost as complicated as we are as humans. 00:03:38:19 - 00:03:41:00 There's a lot of variables. 00:03:41:00 - 00:03:44:16 And so in in business, 00:03:44:16 - 00:03:49:08 we often talk about how important retaining talent is. 00:03:50:00 - 00:03:52:22 We want our folks to stay with us as long as possible. 00:03:52:22 - 00:03:55:23 So we we talk about that as retention 00:03:56:09 - 00:04:01:01 and then when we start to talk about how to measure retention, a lot of times 00:04:01:12 - 00:04:07:04 leaders or HR folks will say, oh, you know, i want to measure engagement. 00:04:07:04 - 00:04:09:23 And when we start talking about, well, why do you want to measure that? 00:04:09:23 - 00:04:12:15 A lot of times we're really talking about satisfaction. 00:04:13:00 - 00:04:15:02 So when we think about 00:04:16:22 - 00:04:17:13 what we're 00:04:17:13 - 00:04:20:14 looking to do, retention is the end goal. 00:04:21:15 - 00:04:25:00 Engagement is a part of that end goal. 00:04:25:07 - 00:04:29:11 But engagement on its own won't necessarily ensure retention. 00:04:29:11 - 00:04:33:00 Satisfaction on its own won't necessarily ensure retention, 00:04:34:10 - 00:04:37:04 engagement, satisfaction in culture. 00:04:37:12 - 00:04:40:17 What other employment alternatives are out there right now? 00:04:41:00 - 00:04:43:01 All of those factors 00:04:43:17 - 00:04:48:07 contribute to how long a person stays in the organization, not to mention 00:04:48:18 - 00:04:52:18 the non-work-related components of our lives. 00:04:54:00 - 00:04:55:03 Are we? 00:04:55:03 - 00:04:56:21 Do we need to leave an organization 00:04:56:21 - 00:05:01:04 because we have a change in our family, our spouse moving? 00:05:01:04 - 00:05:04:12 So there's all the non-work-related factors that go in as well. 00:05:04:20 - 00:05:07:01 So the when we think about 00:05:07:12 - 00:05:10:13 using terms interchangeably, no, I would 00:05:10:15 - 00:05:15:01 I want folks to really be clear about when they're looking 00:05:15:01 - 00:05:18:21 to measure engagement or they want to change employee engagement. 00:05:18:21 - 00:05:22:14 They're really looking at how to increase 00:05:23:13 - 00:05:27:10 a sense of accountability and investment when they're looking to 00:05:28:12 - 00:05:30:04 influence satisfaction. 00:05:30:04 - 00:05:35:06 I want them to think about the experience, the employee experience, 00:05:35:06 - 00:05:37:06 and then when they're thinking about retention, 00:05:37:06 - 00:05:40:11 I want them to be thinking about, okay, the length of time 00:05:40:19 - 00:05:44:16 people are in their organization or in the role in an organization 00:05:45:00 - 00:05:49:07 you just mentioned about measuring employee engagement, And it's important 00:05:49:07 - 00:05:52:22 for companies to really measure their success with employee engagement. 00:05:53:07 - 00:05:56:00 So I guess that poses the question of 00:05:56:00 - 00:05:58:14 can you actually measure engagement? 00:05:59:05 - 00:06:01:11 The easy short answer is yes. 00:06:01:11 - 00:06:04:17 The reality is it's hard to do 00:06:05:11 - 00:06:07:18 because with any 00:06:09:23 - 00:06:12:03 any human component that you're trying to measure, 00:06:12:03 - 00:06:15:07 whether it's satisfaction, engagement 00:06:15:07 - 00:06:20:05 and sense of culture in an organization, there are a lot of variables at play. 00:06:20:05 - 00:06:22:23 So they they interact with each other, as I've already talked about. 00:06:23:18 - 00:06:26:19 So the the best approach to 00:06:26:19 - 00:06:30:16 measure engagement is to be knowledgeable about what 00:06:30:16 - 00:06:32:20 your definition of engagement is going to be. 00:06:32:20 - 00:06:37:14 So at MRA, we say that we're we're measuring engagement. 00:06:37:20 - 00:06:41:05 We are looking to see how 00:06:41:14 - 00:06:45:06 well the organization has identified their mission 00:06:45:22 - 00:06:49:04 and how well they describe 00:06:49:04 - 00:06:52:10 how employees jobs are tied to that mission. 00:06:53:06 - 00:06:59:02 Then we're measuring the employees interest in the mission, 00:06:59:07 - 00:07:03:22 the future of the organization and their perception of 00:07:04:05 - 00:07:07:19 and and their willingness to contribute to the outcome of that. 00:07:07:19 - 00:07:12:05 So we really define specifically what we're trying to measure. 00:07:12:05 - 00:07:14:19 And then we design questions to align to that. 00:07:15:09 - 00:07:19:09 And a lot of times, organization will say, I want to measure engagement 00:07:19:09 - 00:07:23:16 and they may select a vendor to help them do that 00:07:24:09 - 00:07:26:20 and their definitions don't align, 00:07:26:20 - 00:07:31:07 or they might do their own survey and just ask questions 00:07:31:07 - 00:07:34:12 that may or may not get at that construct of engagement. 00:07:34:12 - 00:07:37:04 So it's hard to do, admittedly. 00:07:37:04 - 00:07:39:07 But yes, you certainly can measure. 00:07:39:13 - 00:07:42:12 And then kind of going off about what is your experience 00:07:42:12 - 00:07:47:22 with using data metrics to really measure engagement? 00:07:48:20 - 00:07:51:17 Well, you know, I do it all the time. 00:07:52:15 - 00:07:56:14 So for the past nine years, I've been administering 00:07:56:14 - 00:07:59:16 employee engagement surveys to members of MRA. 00:08:00:20 - 00:08:03:00 And one of the 00:08:03:00 - 00:08:06:02 things that I find interesting 00:08:06:02 - 00:08:10:09 is that no matter that you organization, no matter the industry, 00:08:10:18 - 00:08:14:00 no matter the size of the company, there are 00:08:14:03 - 00:08:17:16 themes that continue to surface 00:08:18:05 - 00:08:22:06 when it comes to employee engagement, and that is that in order for 00:08:23:07 - 00:08:25:13 people to really feel a sense of engagement, 00:08:26:15 - 00:08:29:16 they do need to know that mission. 00:08:29:16 - 00:08:32:06 They need to know how their job aligns. 00:08:32:06 - 00:08:36:00 They need to feel a part of the organization. 00:08:36:00 - 00:08:37:18 They need to feel like they are in the know. 00:08:37:18 - 00:08:41:23 So communication becomes a critical piece for them 00:08:43:02 - 00:08:47:22 and then a sense of growth in the organization that they can grow 00:08:47:22 - 00:08:51:15 their skillset, not necessarily moving up in the organization, 00:08:52:01 - 00:08:58:00 but feeling like that they are learning as they are giving to the organization. 00:08:58:00 - 00:09:02:08 And you can certainly you can measure all of that 00:09:02:08 - 00:09:06:00 through surveys and surveys are important to do. 00:09:06:00 - 00:09:09:00 But the other component of measuring engagement 00:09:09:12 - 00:09:13:00 is the qualitative side, 00:09:13:08 - 00:09:17:18 meaning engagement is visual, you can observe it. 00:09:18:04 - 00:09:21:14 So organizations that are interested 00:09:21:14 - 00:09:24:19 in engagement, I encourage them to collect 00:09:25:00 - 00:09:27:07 the metrics, to run the surveys, 00:09:27:21 - 00:09:31:16 but also to begin to know what it looks like. 00:09:31:16 - 00:09:34:11 And sounds like that too, is measurement. 00:09:34:19 - 00:09:39:06 And in a lot of ways it is a more valuable measure of engagement. 00:09:39:06 - 00:09:40:21 Yeah, I really like that. 00:09:40:21 - 00:09:46:01 That kind of brings us to our next point that engagement is not all one sided too. 00:09:46:09 - 00:09:50:18 It's not all on the employer manager to keep employees engaged, 00:09:50:18 - 00:09:55:11 and it's also not all on the employees to make sure that they stay engaged. 00:09:55:11 - 00:09:58:03 You So can you talk about that for a little bit, 00:09:58:12 - 00:10:00:04 oh, I could talk about that for a long time. 00:10:00:04 - 00:10:05:15 Sophie because I think that is one of the most intriguing components of engagement. 00:10:05:15 - 00:10:08:08 It really is a two way street. 00:10:09:05 - 00:10:11:10 It is. It's an equation. 00:10:11:10 - 00:10:15:18 So there are things that the organization must do 00:10:16:11 - 00:10:19:15 in order to ensure that employees can engage. 00:10:20:00 - 00:10:23:11 So they do need as I know I'm repeating myself here, 00:10:23:11 - 00:10:26:21 but they do need to say, Hey, this is who we are as an organization. 00:10:26:21 - 00:10:28:15 This is our purpose. 00:10:28:15 - 00:10:30:23 And that needs to be a prevalent message 00:10:31:14 - 00:10:34:13 for each position in the organization. 00:10:34:13 - 00:10:39:22 It needs to be clear how that position contributes to the purpose. 00:10:40:14 - 00:10:44:18 So the employer is responsible for those two things. 00:10:45:05 - 00:10:49:12 Well, if if I am coming to work for your organization, Sophie, 00:10:49:12 - 00:10:51:00 and you're that you're my, 00:10:51:00 - 00:10:53:07 you're going to be my leader and you explain those things to me. 00:10:53:07 - 00:10:54:07 Really well. 00:10:54:07 - 00:10:57:14 You've done the first two pieces for my engagement, 00:10:57:21 - 00:11:00:00 but the second two are mine. 00:11:00:10 - 00:11:05:16 So I have to then say, Oh, yes, I like what this organization is about. 00:11:06:01 - 00:11:11:18 I like with the role is about I want to stay here while I want to contribute. 00:11:12:07 - 00:11:14:08 So I have to make that choice. 00:11:14:08 - 00:11:17:13 And then the second piece for me as the employee is 00:11:17:13 - 00:11:21:12 I now have to apply my knowledge, skills and abilities. 00:11:21:18 - 00:11:23:04 So I have to apply myself. 00:11:23:04 - 00:11:25:07 I have to really get involved. 00:11:25:07 - 00:11:27:22 So that is the employee's 00:11:27:22 - 00:11:30:14 responsibility for engagement. 00:11:30:14 - 00:11:35:08 Then if I say yes, I want to be a part of this organization, 00:11:35:08 - 00:11:40:04 I want to contribute, then it's back to you as my leader 00:11:40:17 - 00:11:45:16 to ensure that I have what I need to do my job too. 00:11:45:16 - 00:11:47:22 I have the tools and equipment. 00:11:47:22 - 00:11:53:01 As the job changes, do I have the opportunity to gain new skills? 00:11:53:01 - 00:11:55:18 So you've got to help me to continue to grow. 00:11:56:06 - 00:11:59:16 And then also I have to feel visible in the organization. 00:11:59:23 - 00:12:03:06 Now we talk about employee recognition a lot, 00:12:04:09 - 00:12:05:18 but we often think about employee 00:12:05:18 - 00:12:09:05 recognition as tokens or money. 00:12:09:15 - 00:12:14:15 But when it comes to engagement, the recognition is primarily 00:12:14:23 - 00:12:17:05 between the employee and their leader. 00:12:17:10 - 00:12:22:06 So do you see me if I'm having to put in a lot of effort 00:12:22:20 - 00:12:25:01 to complete a project 00:12:26:13 - 00:12:28:01 and I'm working a lot of hours, let's 00:12:28:01 - 00:12:31:01 say your simple acknowledgment of Kristi. 00:12:31:01 - 00:12:34:14 Thank you. I know that this is a long haul. 00:12:34:14 - 00:12:36:14 I know you're contributing a lot of hours. 00:12:36:14 - 00:12:38:10 Thank you for doing so. 00:12:38:10 - 00:12:39:15 I feel visible. 00:12:39:15 - 00:12:43:18 But if I'm giving, giving, giving and my immediate leader isn't 00:12:43:20 - 00:12:46:17 recognizing that, then over time 00:12:47:17 - 00:12:50:18 I tend to not just myself, I'm using myself 00:12:50:18 - 00:12:55:11 in the examples, but over time people will give less. 00:12:55:11 - 00:12:57:05 They'll sort of pull back. 00:12:57:05 - 00:13:02:06 It's not necessarily disengaging, but for a lot of organizations that are 00:13:02:06 - 00:13:06:18 measuring engagement, their populations by go from highly engaged to engaged. 00:13:07:02 - 00:13:11:08 So feeling valued and visible for the contributions 00:13:11:10 - 00:13:15:17 for the outcomes is important to sustain engagement. 00:13:15:23 - 00:13:17:11 Yeah, those are great points. 00:13:17:11 - 00:13:19:04 I love the recognition piece 00:13:19:04 - 00:13:22:09 because I feel like that's very important for me to use to be like 00:13:23:19 - 00:13:26:01 that kind of just motivates you to like keep going. 00:13:26:01 - 00:13:28:02 Like, Hey, my work work's being recognized. 00:13:28:06 - 00:13:29:13 They like what I'm doing. 00:13:29:13 - 00:13:32:11 I keep going kind of, yeah. So I like that. 00:13:32:23 - 00:13:35:04 Let's say that 00:13:35:04 - 00:13:37:12 you're organization and start to notice 00:13:37:12 - 00:13:41:21 that employee engagement is starting to decline. 00:13:41:21 - 00:13:44:13 What would you say the first action step is? 00:13:45:06 - 00:13:47:16 Oh, this is not our question. 00:13:48:00 - 00:13:50:22 Yeah, this is probably not going to be a thing 00:13:50:22 - 00:13:53:11 for an answer for for people to hear. 00:13:54:03 - 00:13:57:21 But this goes back to the two ways to measure engagement. 00:13:57:23 - 00:14:02:11 Yes, you can do surveys, but you can also observe engagement. 00:14:02:21 - 00:14:08:04 And so my hope is that for organizations 00:14:08:04 - 00:14:11:21 where someone is now concerned that engagement may have dropped, 00:14:12:23 - 00:14:15:20 my preference and hope would be that they're noticing, 00:14:15:20 - 00:14:18:06 they're hearing the difference. There's standing difference. 00:14:18:06 - 00:14:21:14 And as soon as they hear or see it that individual leaders 00:14:21:14 - 00:14:26:05 are talking with their folks, this is what's often less appealing 00:14:26:18 - 00:14:31:02 because it's easy to get a survey and let there be anonymous responses. 00:14:31:14 - 00:14:34:20 But Sophie, going back to the example, if you're my leader 00:14:35:18 - 00:14:38:06 and you're working with me and you know 00:14:38:06 - 00:14:40:17 that I've been a consistent performer 00:14:41:12 - 00:14:44:03 and I have demonstrated interest 00:14:44:03 - 00:14:49:10 and concern and now you see change, the quickest, best action 00:14:49:10 - 00:14:53:15 is to have a one on one discussion to say, Hey, Kristi, 00:14:54:03 - 00:14:59:21 I notice, that lately you're you're not as talkative in meetings or 00:15:00:20 - 00:15:01:12 I notice 00:15:01:12 - 00:15:04:13 that you're not volunteering for some of the extra projects. 00:15:04:13 - 00:15:07:12 You know, you're just kind of only a late answer, 00:15:07:18 - 00:15:10:06 whatever it is, and that the 00:15:10:19 - 00:15:14:00 the discussion can open up at that point because that 00:15:14:00 - 00:15:18:06 discussion enables a leader to learn 00:15:18:06 - 00:15:21:16 what roadblock may now be underway 00:15:22:03 - 00:15:27:13 or what has changed in that employee for their engagement to shift. 00:15:27:14 - 00:15:31:08 And so that is the best thing to do in that moment. 00:15:31:08 - 00:15:37:00 Now from employee engagement surveys, I can guess what 00:15:37:09 - 00:15:40:02 changes have occurred, 00:15:40:02 - 00:15:42:07 what we see and what we have seen 00:15:42:07 - 00:15:45:15 not only during COVID but over the past decade. 00:15:45:23 - 00:15:49:12 The biggest factors that 00:15:50:21 - 00:15:52:23 influence engagement 00:15:52:23 - 00:15:57:01 is the level of communication on the day to day. 00:15:57:10 - 00:16:01:09 So if the job changes and that employee was not aware, 00:16:02:00 - 00:16:04:12 then that's really going to alter their engagement. 00:16:05:00 - 00:16:07:14 If they have expressed an interest 00:16:07:14 - 00:16:12:18 or a need to learn something new and their leader leader 00:16:12:18 - 00:16:16:05 is not arranging for that, that's going to drive engagement. 00:16:16:16 - 00:16:18:08 It's going to change engagement. 00:16:18:08 - 00:16:22:12 If they feel like they've been hired to do a certain job 00:16:22:12 - 00:16:26:10 and they're not allowed to do it either because they are being micromanaged 00:16:26:10 - 00:16:30:09 or because there's a disconnect between what they're doing 00:16:30:09 - 00:16:32:08 and what their colleague is doing 00:16:32:08 - 00:16:34:20 or what their department is doing in another department is doing. 00:16:34:20 - 00:16:36:13 They're not working well together. 00:16:36:13 - 00:16:38:04 That's going to hinder engagement. 00:16:38:04 - 00:16:43:05 So having those conversations enables a leader and an employee 00:16:43:13 - 00:16:48:10 to identify what has changed or what may be a factor, 00:16:48:11 - 00:16:52:12 and then to work together to try to improve that. 00:16:52:22 - 00:16:55:23 And even all those conversations and probably difficult 00:16:55:23 - 00:16:57:20 or might be hard to bring up. 00:16:57:20 - 00:17:02:02 It also shows that, hey, my leader cares about you and cares 00:17:02:07 - 00:17:07:11 why I'm not performing my best and stuff like you and Sophie. 00:17:07:11 - 00:17:10:03 On that point, I have to also say, 00:17:10:21 - 00:17:14:05 you know, engagement, as we have mentioned, is two ways. 00:17:14:10 - 00:17:14:21 Yeah. 00:17:14:21 - 00:17:20:08 And I have to now also acknowledge that for leaders a lot of times 00:17:21:10 - 00:17:24:01 engaged employees are 00:17:24:16 - 00:17:31:07 challenging for leaders because if if an employee is really engaged, 00:17:31:12 - 00:17:37:04 they care and they have high expectations to be in the know. 00:17:37:07 - 00:17:39:17 Yeah. Or for things to be fixed. 00:17:39:17 - 00:17:43:08 And so a lot of times to have these one on one discussions, 00:17:43:19 - 00:17:48:06 the leader is a little bit vulnerable to what the employee's expressing. 00:17:48:12 - 00:17:52:02 And depending upon that employee's personality, 00:17:52:02 - 00:17:53:10 they can be really passionate. 00:17:53:10 - 00:17:57:12 And so they have a lot of energy about what is happy about. 00:17:57:19 - 00:18:00:10 The leader could just be like, Oh, 00:18:00:12 - 00:18:02:19 that's a good point, what do I do? 00:18:03:21 - 00:18:06:22 And so in all fairness, that's I think that's 00:18:06:22 - 00:18:12:03 one of the biggest challenges for leaders when they are managing engaged employees. 00:18:12:18 - 00:18:14:17 I mean, highly engaged employees. 00:18:14:17 - 00:18:17:11 You can almost feel that momentum from them. 00:18:17:19 - 00:18:21:15 So the leader needs to be prepared to handle that and be okay. 00:18:21:15 - 00:18:22:00 Right. 00:18:22:00 - 00:18:25:09 The kind of going off of that declining 00:18:25:09 - 00:18:28:20 employee engagement, we're still hearing about quiet quitting. 00:18:29:06 - 00:18:31:13 So how does that tie into engagement? 00:18:31:13 - 00:18:34:14 And can you recommend anything to leaders out there 00:18:34:14 - 00:18:37:19 or even just employees experiencing quiet quitting? 00:18:39:07 - 00:18:42:05 I have I have some feelings about that term. 00:18:42:05 - 00:18:46:04 I struggle with quiet quitting a little bit because I know it's 00:18:46:04 - 00:18:49:22 been a term of interest in the past year or so. 00:18:50:21 - 00:18:54:00 And I think that it really depends 00:18:54:12 - 00:18:57:19 on how you define defining quiet quitting. 00:18:58:12 - 00:19:02:03 Some folks have defined quiet quitting to be 00:19:02:03 - 00:19:06:15 oh, a person is no longer going above and beyond for if that's your definition, 00:19:07:06 - 00:19:10:20 then then there's no problem in that sense. 00:19:10:20 - 00:19:14:18 Because if you think about a person no longer going above and beyond, 00:19:15:14 - 00:19:20:13 if you think about how we rate performance in organizations, we give ratings. 00:19:20:13 - 00:19:25:06 If we're still doing ratings will go to the ratings of exceeds 00:19:25:06 - 00:19:28:08 expectations meets expectations 00:19:28:12 - 00:19:32:00 is not meeting, it's below expectations. 00:19:32:00 - 00:19:36:09 So when a person goes above and beyond, then theoretically they should be rated 00:19:36:09 - 00:19:37:23 exceeds expectations. 00:19:37:23 - 00:19:40:12 If they're no longer doing that, but they're still getting their work done. 00:19:40:13 - 00:19:43:12 They're meeting expectations and quiet. Quitting is not a problem 00:19:44:15 - 00:19:45:22 if you define quiet. 00:19:45:22 - 00:19:50:14 Quitting though, as a person who is not 00:19:51:03 - 00:19:53:12 meeting expectations of the role, 00:19:54:01 - 00:19:58:19 then I would say in terms of measuring engagement, 00:19:59:00 - 00:20:01:19 that person's performance is now subpar 00:20:02:03 - 00:20:05:19 and they may be moving into the less engaged category. 00:20:06:05 - 00:20:09:12 And when you think about engagement and satisfaction, 00:20:09:12 - 00:20:13:18 it might mean that their satisfaction is still good. 00:20:13:18 - 00:20:16:20 They're still content to stay with the organization, 00:20:17:08 - 00:20:21:07 but they're not contributing as much if they're not meeting your expectations, 00:20:21:07 - 00:20:25:11 you have to address that from the objective perspective of the role. 00:20:26:00 - 00:20:31:07 But is they are not giving the extra and you want that back, 00:20:31:17 - 00:20:34:01 then it's back to what we talked about before 00:20:34:01 - 00:20:37:12 and you've got to be able to sit down and say, Kristi, I noticed 00:20:37:23 - 00:20:41:08 that you're no longer doing X, Y and Z. 00:20:41:08 - 00:20:43:22 So those conversations are critical, 00:20:44:23 - 00:20:45:12 but I 00:20:45:12 - 00:20:48:01 am just not that concerned with quiet quitting. 00:20:48:12 - 00:20:51:20 I think I think for a lot of organizations 00:20:51:20 - 00:20:54:20 and for a lot of employees 00:20:54:22 - 00:20:58:07 that there has been a shift, you know, since Covid, 00:20:58:12 - 00:21:03:00 where people really are evaluating, Yeah, how if I want to spend my time 00:21:03:10 - 00:21:06:07 and quite honestly for us as employers, 00:21:07:01 - 00:21:10:04 the flip side of that is, you know, 00:21:10:04 - 00:21:14:18 if we have not been acknowledging the contributions, 00:21:15:02 - 00:21:20:03 then the employees are that are creating that balance for themselves. 00:21:20:14 - 00:21:21:21 And that makes sense. 00:21:21:21 - 00:21:25:04 So kind of tying together all of this. 00:21:25:04 - 00:21:28:21 The title for the episode is the engagement equation 00:21:29:04 - 00:21:31:01 Finding the Right Balance. 00:21:31:01 - 00:21:34:14 So to close out for today, what is one piece of advice 00:21:34:14 - 00:21:39:23 that you would give employers on finding that right balance? 00:21:39:23 - 00:21:41:20 If you are 00:21:43:01 - 00:21:43:22 an organization that 00:21:43:22 - 00:21:46:22 really is interested in employee engagement? 00:21:47:18 - 00:21:50:18 I the one piece of advice I want to give 00:21:50:22 - 00:21:53:12 is to start at the beginning of the process. 00:21:54:05 - 00:22:01:14 The beginning of the process is for leaders to truly understand 00:22:01:14 - 00:22:08:04 the positions that report to them, not the people, but the positions. 00:22:08:04 - 00:22:09:20 What are you asking? 00:22:09:20 - 00:22:13:14 And in that position, where are the expectations? 00:22:13:17 - 00:22:16:18 What are the goals 00:22:16:18 - 00:22:19:12 and how are you measuring those things? 00:22:20:02 - 00:22:23:01 Because it's only when leaders truly 00:22:23:01 - 00:22:27:23 know what the purpose of that role is, when it's really defined for them, 00:22:28:11 - 00:22:30:14 that's when they can begin to 00:22:32:08 - 00:22:35:20 assess what meeting expectations really means, 00:22:36:03 - 00:22:40:00 what exceeding it really means, what it means to go above and beyond. 00:22:40:11 - 00:22:43:06 And they can coach effectively 00:22:43:22 - 00:22:47:06 and they can also, when they're having people enter into a role, 00:22:47:19 - 00:22:51:22 they can get those people to invest quicker. 00:22:52:05 - 00:22:56:03 So being really certain about the positions 00:22:56:03 - 00:22:59:19 that newly it is the first step for engagement. 00:22:59:23 - 00:23:00:17 Absolutely. 00:23:00:17 - 00:23:05:10 That's great advice to anyone who thinks, Do you have any last piece of advice 00:23:05:10 - 00:23:09:02 or any lasting comments to before we wrap up today. 00:23:11:06 - 00:23:14:05 So all of you, I know we've talked a lot about this for your side, but 00:23:14:05 - 00:23:18:18 Sophie, you did touch on the fact earlier that engagement is a two way street. 00:23:18:18 - 00:23:24:13 And so for the employee perspective is where most of us are employees Somewhere. 00:23:24:14 - 00:23:25:05 Yeah, 00:23:26:05 - 00:23:30:23 for, for us as individuals, engagement is important 00:23:31:05 - 00:23:35:01 because it gives us a sense of value and purpose. 00:23:35:21 - 00:23:38:08 If we're working, this is important 00:23:38:08 - 00:23:41:04 for us to say what I'm doing is really meaningful. 00:23:41:13 - 00:23:47:14 And so, you know, if you don't really feel engaged in what you're doing 00:23:47:23 - 00:23:53:13 and you're thinking about maybe making a change to something that you think 00:23:53:13 - 00:23:57:00 would be a better fit for you, 00:23:57:00 - 00:24:01:17 I would encourage you to really do that because in order for you 00:24:01:17 - 00:24:06:05 to find work valuable, engagement is this key for you. 00:24:06:05 - 00:24:08:08 It's not just being satisfied. 00:24:08:08 - 00:24:13:06 Engagement is a sense of fulfillment and it's just a healthier way to work. 00:24:13:20 - 00:24:14:15 Absolutely. 00:24:14:15 - 00:24:19:03 Well, I want to thank you for all you do at MRA, because you're amazing 00:24:19:04 - 00:24:21:22 and I want to thank you for being on 30 minutes Thrive today 00:24:21:22 - 00:24:25:14 and really sharing your knowledge and expertise on employee engagement. 00:24:26:02 - 00:24:30:00 So to our listeners, if you liked our chat and topic today, 00:24:30:12 - 00:24:33:03 make sure you share this episode and leave a comment. 00:24:33:03 - 00:24:37:22 Leave a review and consider joining MRA if you aren't a member already 00:24:37:23 - 00:24:41:23 because we have all the show notes or all the resources in the show notes below. 00:24:42:07 - 00:24:44:03 So make sure you take a look at those. 00:24:44:03 - 00:24:47:18 We've also included Kristi's bio and LinkedIn profile, 00:24:47:18 - 00:24:50:18 so if you want to connect with her, get in touch with her. 00:24:51:09 - 00:24:53:19 We have all those resources available for you. 00:24:54:07 - 00:24:58:04 Otherwise, thanks so much for tuning in and we will see you next week. 00:24:59:05 - 00:25:01:23 And that wraps up our content for this episode. 00:25:02:00 - 00:25:05:04 Be sure to reference the show notes where you can sign up to connect. 00:25:05:04 - 00:25:06:20 For more podcast updates, 00:25:06:20 - 00:25:10:14 check out other MRA episodes on your favorite podcast platform. 00:25:10:14 - 00:25:15:13 And as always, make sure to follow MRA's 30 minutes Thrive, so you don't miss out. 00:25:15:14 - 00:25:16:10 Thanks for tuning 00:25:16:10 - 00:25:20:04 in, and we'll see you next Wednesday to carry on the HR conversation.  

This week, Erica and Cassie chat with Stephanie Pagan, Talent Acquisition Lead at ILIA Beauty. In this episode, you'll learn strategies for landing a new job that's a perfect fit, hear Stephanie's thoughts on internal mobility within your current company, and walk away knowing how to push through the noise and stand out as you grow and evolve in your career. Here's a peek at what we cover in this episode: [00:05:39] - Stephanie explains how her experience in retail at Starbucks helped her understand the talent and people landscape, how several roles in marketing at Perfect Snacks transitioned into working as HR Generalist and implementing people strategies, and how her current position at ILIA Beauty allows her to shepherd the overall brand experience for candidates and employees being onboarded. [00:16:15] - Stephanie shares her top tips for job seekers, like adjusting title conventions to be reflective of the work you performed and responsibilities you held and including tailored, relevant experience to the job you're applying for within the body of your resume to reinforce why you're a good fit for the specific role. [00:25:16] - For someone who can't seem to land interviews in a seemingly oversaturated candidate market, Stephanie shares a unique strategy to find opportunities beyond traditional job boards. [00:29:24] - Hear Stephanie's thoughts on cover letters - a necessity or a "nice to have?" [00:31:29] - Stephanie talks through internal mobility, and how understanding how the work you do connects to the business needs and how they evolve over time will equip you to have tough conversations about where you want to go in your role within your current company. [00:37:04] - Stephanie shares her experience developing important DE&I (Diversity, Equity & Inclusion) strategies that echo across all aspects of a business. Grab a drink and listen in to this week's Marketing Happy Hour conversation! ----- Other episodes you'll enjoy if you enjoyed Stephanie's episode: Landing a Full Time Marketing Job Right Out of College | Alison Taplin of FabFitFun Empathy in the Workplace + Humanizing Your Brand | Ally Golden of UpWork Career Resentment? Let's Get Into It | Capri DeBiccari of ButcherBox ____ Say hi! DM us on Instagram and share your favorite moments from this episode - we can't wait to hear from you! NEW: Download the Dream Career Game Plan! NEW: Check out our website! NEW: Join our email list! Connect with Stephanie on LinkedIn Follow MHH on Social: Instagram | LinkedIn | Twitter | TikTok Subscribe to our LinkedIn newsletter, Marketing Happy Hour Weekly: https://www.linkedin.com/newsletters/marketing-happy-hour-weekly-6950530577867427840/ --- Support this podcast: https://podcasters.spotify.com/pod/show/marketinghappyhour/support

Evelyn Abrego joins the podcast today to share why she loves her job as Sr. HR. Generalist. While many organizations are struggling to keep employees, Evelyn shares that her organization is one she would not consider leaving. Learn how you can create an atmosphere and culture in your workplace that will give purpose and satisfaction to your employees. Talking Points: {01:35} What empowers Evelyn on a day-to-day basis{05:44} Finding purpose in an HR career{09:48} Working mom in the modern world{12:23} The importance of a great internal leadership team{17:28} Celebrating employees during the holidays {21:25} Being the person people want to work forEvelyn Abrego Bio:Sr. HR Generalist at Saban Community Clinic overseeing Employee Relations, Benefits, and Leave of Absence. Over 12 years of experience in Human Resources. Saban clinic focuses on whole-person care through 5 community locations in Los Angeles, All the services you need to be totally healthy, all in one place. She has a Bachelor's in Psychology from California State University, Long Beach. Professional in Human Resources (PHR) from Human Resources Certification Institute. Strategic Workforce Planning (SWP) from Human Capital Institute. Born and raised in Los Angeles, CA, working mommy of 3.Resources and Links: Website: SABAN Community ClinicLinkedIn: Linkedin.com/company/the-saban-free-clinicBook Mentioned: The Four Agreements: A Practical Guide to Personal FreedomConnect with Tom FinnLinkedIn: https://www.linkedin.com/in/therealtomfinn/Instagram: https://instagram.com/therealtomfinnYouTube: https://www.youtube.com/@therealtomfinnTiktok: https://www.tiktok.com/@therealtomfinnTwitter: https://twitter.com/therealtomfinn/Facebook: https://www.facebook.com/therealtomfinnPinterest: https://www.pinterest.com/therealtomfinn

In this episode we sit down with Bina Smith who is the HR Generalist and Communication Committee chair at Palmier Donavin, a 100% employee-owned company. The interview covers a wide range of areas and draws on Bina's 8 years of experience serving on her companies communication committee. The discussion includes how to build an ownership culture at a company with multiple locations and a complex production process, general principles for approaching communication around your ESOP, and practical ideas that can be used at other employee owned companies  Guest Contact Info:   https://www.linkedin.com/in/bina-smith-shrm-scp-a2088292/   SUPPORT THE SHOW: We make all episodes of Owners at Work free and never place them behind a paywall. But, they take time and money to produce. Consider making a DONATION today to help keep our work going.   WE WANT TO HEAR FROM YOU: We are always looking for new employee ownership stories to tell. Please contact us with your story at oeoc@kent.edu  

Most people don't realize how much knowledge it takes to be an HR Generalist or even an HR expert. Learn the 7 disciplines of Human Resources and why it takes decades to be considered an HR expert.

In case you were hiding under a rock last year, California passed some major workplace legislation that will impact how managers and HR professionals operate in the Golden State. Join Kim Gusman and host Shari Simpson as they recap what you need to know as we head into 2023. Guest: Kim (Parker) Gusman is the President and CEO of the California Employers Association (CEA).  Kim is an experienced HR Generalist, a dynamic speaker and a proven leader who has been successfully leading CEA since 2002. Thoroughly immersed in human resources and operations for over 25 years, Kim has various HR experiences in retail, insurance, and manufacturing environments.  Kim exhibits her comprehensive bank of knowledge and crystal-clear strategic guidance with CEA members and staff daily. Kim earned her BA degree in Business Administration, with a minor in Human Resources, at the University of Puget Sound.  In addition to her role as CEO at CEA, Kim is a founding member of the Employers Association of America.  She is an active member of the California Society of Association Executives (CalSAE), where she serves on their Board of Directors and their Capital Region Council.  Active with workforce development boards, she served on the Sacramento Works Board from 2004-2018.  Mentioned in the episode: California Employers Association: https://www.employers.org/

Robin & Al welcome guest Nadia Ghani to the podcast. Nadia is a detail-oriented Human Resources Generalist who values commitment and exudes a passion for Diversity, Equity & Inclusion (DEI), as well as accessibility strategies. She is committed towards learning and ensuring that everyone counts. Her Why? To give back in meaningful & impactful ways.Nadia believes that growing up in Bangladesh gives her a unique perspective while working with 500+ Associates from diverse backgrounds has made her see the impact & value that diversity and inclusion have on organizations wishing to thrive by broadening their reach to countless individuals.

The guest for this episode is Kyle Warner who is a HR Generalist III, and has recently joined Samsung in Dallas, TX.I met Kyle in the summer when we connected after his contract was coming to an end and he wanted support in finding a new role. As we spoke it quickly became apparent how Kyle stood out a someone who could be considered a 'fixer' or a 'change enabler'. What I mean by that is he gave me example after example of how he had gone into a role, became aware of legacy issues and problems, and although they weren't necessarily 'his' problems to fix, he  appreciated that the whole HR function would operate more effectively and provide a better service is these problems were corrected.  Therefore, that's what he did.... he took matters into his own hands and resolved them. Kyle would describe his own superpower as being someone who can create order from chaos and this is a perfect case study in how you can be someone who turns up 9-5 and just wants a job, or you can be someone who creates a strong personal brand and is recognised for constantly going above beyond and exceeding expectations. The benefit of the latter is that your stakeholders appreciate you more and the results you deliver.Kyle attitude and approach to work is a benchmark for anyone at the early stages of their HR career and wants to know how to get their career moving forward. I hope you enjoy listening.Support the show

“It's learning in real time, really. Because you can read about swimming and watch videos, but you don't know how to swim. There's information out there, courses and learning, but applying it - we're doing that right away.” - Candace Brereton This episode is the SECOND of a 2-part series covering my panel interview with several members of The Talent Trust, my 6-month Mentoring and Peer Learning Community for Talent Leaders. Check out Episode 50 to hear the first part! Listen in for a sneak peek behind the curtains around what it's really like to be part of this peer community! My guests are: Candace Brereton, HR Generalist at Foster and Associates Financial Services Jennifer Hall, VP of HR at Access Employment (listen to my interview with her on Episode 09 Creating Psychological Safety ) Shelagh Ell, Director of People and Culture at ATCO (listen to my interview with her on Episode 26 Understanding your Customer) Marie Elenda, Manager of Learning Programs at dentalcorp Susan Salomone, AVP of Workforce Development and Career Services at Ochsner Health (listen to my interview with her on Episode 05 The Power of Talent Stewardship) In this episode of Talent Management Truths, you'll discover:

“[The practice of reflection] has been such a powerful takeaway personally, and also the learning for me and my work groups, to make sure that we're building in that reflection opportunity for my people and for myself.” Susan Salomone This episode is the FIRST of a 2-part series covering my panel interview with several members of The Talent Trust, my 6-month Mentoring and Peer Learning Community for Talent Leaders. The second episode will air a week later. Listen in for a sneak peek behind the curtains around what it's really like to be part of this peer community! My guests are: Candace Brereton, HR Generalist at Foster and Associates Financial Services Jennifer Hall, VP of HR at Access Employment (listen to my interview with her on Episode 09 Creating Psychological Safety ) Shelagh Ell, Director of People and Culture at ATCO (listen to my interview with her on Episode 26 Understanding your Customer) Marie Elenda, Manager of Learning Programs at dentalcorp Susan Salomone, AVP of Workforce Development and Career Services at Ochsner Health (listen to my interview with her on Episode 05 The Power of Talent Stewardship) In this episode of Talent Management Truths, you'll discover:

Amplify Your Authenticity in The Pursuit of Success with Christina Wenman When you are authentic, you are in control of your life. You know what it is that makes you happy, and happiness is something everyone can attest to. You find peace in the present moment and realize how powerful it is to live a life of purpose. Join the conversation with Christina Wenman as she shares her journey through authoring and publishing her first book. Listen to the lessons she learned from these pivotal moments in life. Besides being an author, Christina is a Happy Healthy Human Coach and HR Generalist at the Church Mutual Insurance Company. Throughout her education, she has maintained a high level of involvement with academics, work, and leadership opportunities. Christina had a lot of questions about what success means in today's world. So she decided to write a book about it. It took over a year. She interviewed nine people she believes are successful in business, education, and entrepreneurial efforts. She winnowed and focused and questioned her thoughts about success. She did all this in secret, except for her immediate family and a few other people, so she could fully concentrate on the project. The result is a self-published, 125-page paperback book titled "Success Through Your Eyes: Learning from Your World to Find Your Way." Notable Quotes “True success means having the right balance in life.” “Authenticity is more powerful than anything else someone would give you.” “Always choose life over money. You can always replace money through different avenues, but regret in life is irredeemable.” “Authenticity is more valuable than any monetary value someone can give you.” “Sometimes sharing your goals with other people is not wise. It may create a sense of accomplishment in you, leaving you less enthusiasm to keep going.” “It's so crazy that sometimes, the least favorite parts about ourselves are the best parts to other people.” Tune in and learn more in this conversation! During this episode, you will learn about; [00:00] Episode intro and a quick bio of the guest; Christina Wenman [02:55] A bit about Christina and what she does in her space [04:20] The fascinating journey of authoring her first book at 16 years old [06:23] Christina's definition of success [08:17] What drives Christina's boat of success currently [11:23] The occurrences around Christina's pivotal moment [16:46] The work of mentors in your pursuit of success is to amplify your decisions [22:04] Her feelings after publishing the book at 17 years [26:47] How she has overcome the discomfort of people reading her work in her presence [29:20] The biggest trying part of her book writing journey [34:41] Christina's next project passion [35:35] Who Christina would be, minus titles, achievements, and accomplishments [41:42] Her opinions on why people start things and not finish them [44:01] How you can reach out, connect and support Christina's work Christina's Book Success Through Your Eyes: Learning From Your World to Find Your Way by Christina Wenman: https://www.amazon.com/Success-Through-Your-Eyes-Learning/dp/069206432X/ --- Support this podcast: https://anchor.fm/donttouchmymindset/support

The HR Indiana Conference is one of the largest regional human resources conferences in the United States. For the 1st time in 3 years, everything will be in-person and under one roof! There are over 50 speakers scheduled, including keynotes from Marc Effron, Doris Kearns Goodwin, and Val Grubb, plus 50 concurrent sessions. No matter if you are just starting out as an HR Generalist, or you are a Senior VP of HR, HR Indiana has just the right education for you.   Joining Geeks Geezers and Googlization co-hosts Ira S Wolfe and Jason Cochran for this special live stream episode will be the 2022 Conference Chair, JoDee Curtis. Ira and Jason will also be speaking at the event.  Ira: Monday, August 29, No App to Adapt Jason: Monday August 29, Creating Ideal Employee Experiences - 4 Principles Connection You can learn more about Indiana SHRM's HR Conference at https://hrindianashrm.org/conference. Past Geeks Geezers and Googlization guests who will also be speaking include Marc Effron, Kevin Grossman, Vivian Blade, and Jodi Brandstetter.  

My guest on this episode is Krista Frenzel, HR Generalist at Keeley Construction Group. We discuss her career aspirations and journey and how the two have evolved over time. Krista has some great advice for folks about how to intentionally grow your career, and make self-reflection a part of your growth plan. Enjoy!

In this episode, Next Level Urgent Care Chief Medical Officer, Robbyn Traylor, MD, sits down with Nisi Davis, HR Generalist, and Ivan Ranada, PA, Director of Clinician Development. These three members who have been with us since our company's inception share their thoughts on the transformation that is taking place within our proud organization and the many perks and benefits of working at Next Level!

On this week's continuation of the HR Like a Boss interviews with Willory, we are so happy to be joined by our Director of Staffing, Lisa Mamula! With her vast knowledge and experience in HR and Staffing, Lisa explains trends and difficulties companies have endured while attracting and retaining talent and ways to overcome them. She also discusses the importance of leaning into new technology, investing in training and development, and so much more! About Lisa Lisa joined Willory as part of the firm's acquisition of the staffing division of The Human Resource Department, Inc. (THRD), over the years she's had a multitude of roles. Lisa is currently focused on the client experience through her role as Director of Staffing. She has over twenty years of staffing experience with a balanced approach to managing her client and consultant relationships. Lisa held prior HR Generalist and Specialist roles with prominent organizations in manufacturing, distribution, and retail. Her practical knowledge of HR has allowed her to effectively relate to the professionals she works with on a daily basis. Not to mention, she has a unique perspective and deep understanding of each client's specific hiring needs. Lisa holds a bachelor's degree in Business Administration with a major in Human Resources Management from Kent State University. Additionally, she has earned her active PHR certification. Living in Hudson, Ohio, Lisa spends her free time with family and friends and enjoys traveling and golf. About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://anchor.fm/willory/message

Lori Kleiman is known for her HR Department of one advocacy. Listen in to learn more about the top HR Department of One challenges. Guest Bio: Been there – done that!  With 30 years of HR and business experience – Lori has walked in your shoes.  A recovered HR Generalist, she built a consulting company that she sold to Gallagher after 7 years and then reinvented her business – HR Topics -  training, speaking and developing content for HR professionals.  Lori delivers facts, tips, tricks and best practices in a way that appeals to human resource leaders: with a sense of humor, a bias toward actions that improve operations immediately, and practical resources to support progress.  As an annual speaker at the National SHRM conference, she has leveraged her master's in HR, SPHR and SHRM-SCP background to elevate the position of all HR professionals! Mentioned in the episode: HR Topics Website SHRM Sessions: Driving Change in Your HR Department of One: Gaining Credibility, Influence and Reach NOW In-Person Tuesday 06/14/2022 07:30 AM - 08:30 AM  Stop Waiting for Your Invitation: Engage Strategically and Drive Growth Today! In-Person Wednesday 06/15/2022 08:45 AM - 09:45 AM  

We're nearing the end of the second season of HR Like a Boss, and to finish off this amazing season, we are excited to continue our series of interviewing the Willory team with Jenn Forgac! Jenn is an HR Generalist at Willory, with over 15 years of experience, and in the words of John Bernatovicz she is "one of the kindest and smartest HR professionals that I know." Hear her insights on hiring and recruiting, EQ, and all things HR on this episode of HR Like a Boss! About Jenn Almost since Willory's founding, Jennifer (Jenn) Forgac, PHR, SHRM-CP, has been a friend of the firm and officially joined Willory in September 2021 as an HR Generalist. For Willory, Jenn manages our internal talent attraction, onboarding, professional development, and student programs. For over 15 years, Jenn has worked as a HR generalist and business partner in organizations ranging from for-profit to non-profit, and small business to fortune 500 companies. She has a decade of HR leadership experience, primarily in the non-profit sector. Jenn graduated from Immaculata University in 2005 with a B.A. in Psychology and a minor in Business Administration. She continuously seeks out opportunities to learn and grow as an HR practitioner and is dedicated to creating great work experiences for everyone. Jenn earned and has maintained her PHR (2010) and SHRM-CP (2015) certifications. Jenn is passionate about Diversity, Equity, and Inclusion. She is a graduate of the Diversity Center of Northeast Ohio's LeadDIVERSITY program. She holds a Certificate of Diversity, Equity, and Inclusion in the Workplace from the University of South Florida's Corporate Training and Professional Education. Originally from Wilmington, DE, she moved to the greater Cleveland area with her husband in 2012. Together they have two young children. When Jenn is not practicing HR, you will probably find her in the garden, jogging, or hiking trails in the Cleveland Metroparks. If you're looking to geek out about D&D and Star Wars, just ask Jenn! About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://anchor.fm/willory/message

In this episode, One Next Step is hosted by Tonia Benas, BELAY's Talent Acquisition Recruiter & D&I Committee Co-Chair, and Beth Thompson, BELAY's HR Generalist. They will talk about the importance and value of diversity and inclusion in business, and they'll also explain BELAY's journey in making this topic a priority.  The audience should feel motivated to help make their workplace more diverse, and they'll have the strategies and resources to do just that.  Welcome to episode 100 of One Next Step. 

I'm fresh out of college and applying for a job in my field of study. How do I nail this interview? In episode three of our series How to Be the Post-College G.O.A.T., we chat with Minnesota State Alumna, HR Generalist (and Jon's wife!), Kaitlynn, about best practices for prepping and crushing your upcoming interview.Stay in Touch!Leave us a message on SpeakPipeGet Episode Email UpdatesVisit our WebsiteInstagram & FB: @afterivpod  ★ Support this podcast ★

Tiffany Castagno describes herself as a transformative HR Curator of Culture, who is not afraid to challenge the Status Quo or shake up a Culture when needed because she owns and loves her Craft. Tiffany is extremely passionate about

Your career takes up a pretty big chunk of your life. Do you enjoy what you do? Would you go so far as to say you are happy? If you know for sure that your job isn't a good fit, where do you start? A career change can feel daunting. But it doesn't have to. When you focus on what makes you happy and take intentional steps to reach your goals, you can change the trajectory of your career. In this episode, I'm chatting with Carolina Cobo, former recruiter turned software developer. She shares valuable insight into how to leverage your current experience towards a career change as well as the importance of considering your future self and what will keep you happy and fulfilled in the long term. Her story is one that I think a lot of people can relate to, and her recruiter perspective will give you a leg up on making your leap. In this episode, you'll learn... Why Carolina made a career change from technical recruiter to software developer [04:15] How the COVID pandemic was a force in pushing Carolina to make a leap [09:51] How her experience in Ireland opened her eyes to other work cultures and new possibilities [11:56] How taking risks can bring big rewards [13:15]  The importance of putting yourself out there regardless of the outcome [15:15] The steps Carolina took to leave recruitment and try a different path [16:35] How online courses can give you a taste of a new career path [17:53] The value of formal bootcamps when making a career switch [18:51] The importance of not giving up and recognizing little wins as critical to your overall journey [22:04] Why you should consider your future self (wants and needs 5 or 10 years from now) when thinking about your career [25:19] How Carolina realized that she wants more from a career than “just a job” [30:44] How to make yourself stand out in your CV when switching careers [33:32] [40:08] How using keywords and networking on LinkedIn benefits you on your journey [38:06] How connecting with companies and recruiters can help get your foot in the door [42:03] That sometimes taking a pay cut or starting at a junior level can be worth it in the long run [44:48] Why community and connection is so important in any career, but especially during a change [49:32] Inspiration to make your own move if you're considering a change [51:01]   If you're looking for intention and happiness in your career change, be sure to tune into this episode. Get full show notes and the episode transcript: https://www.lisahoashi.com/leaplikeme/episode21 Links mentioned in this episode… Connect with Carolina on LinkedIn: https://www.linkedin.com/in/carolina-cobo Connect with Carolina on Instagram: https://www.instagram.com/carolina_cobo8/ Carolina's website: https://www.carolinacobo.com/ Carolina's “Getting a Job in Tech” blog series on Medium: https://ccobo.medium.com/ Apply for the Catalyst Coaching Program: https://www.lisahoashi.com/catalyst-coaching Carolina's Bio: Carolina received her degree and masters in HR, then started working as an HR Generalist at a software company in Seville, Spain. She decided she wanted to live abroad and improve her English, so she quit her job and moved to Ireland in 2018, where she worked for nearly three years as a technical recruiter. She wasn't happy as a recruiter, but software and computers were always an interest of hers. At the beginning of the COVID pandemic, she decided to take the leap to give software development a try. After completing an online course on Udemy and a formal bootcamp at Code Institute in Dublin, she started her first job as a software developer in October 2021.

Overview Tune in for Ep.3 of Employer Branding: The Inside Podcast, Season 4! We spoke with Christin Eberhardt, People Manager, and Saskia Domke, HR Generalist, at Intermate - one of the largest social agencies in the DACH countries. We talked about tips and tricks on scaling a company with culture in mind, but also about the importance of having honest company values and what roles they play in creating a healthy workplace. It turns out that getting to know the humans behind the employees is the key to building a strong employer brand. What you'll learn by listening Tips & tricks on company scaling with company culture in mind The importance company values & what role they play in preserving company culture A holistic approach to diversity in employer branding Building a strong employer brand: what channel suits best? The benefits of phone interviews in the initial recruiting phaseUnderstanding the humans behind the employees, the key to building a connection About the companyWith over 110 employees and offices in Berlin, Hamburg, Cologne and Vienna, the Intermate.Group is one of the largest social agencies in DACH.With its own production company Truemates, its own content studios, a holistic and proprietary influencer technology and the influencer and social agency Intermate, the group was able to establish a leading position in the social market with its strong focus on creators.With a direct connection to the platforms and using its own technological infrastructure, the Intermate.Group offers the entire value chain on social media from a single source: influencer campaigns, creator-centric social media management, content production and performance ads.

HR has so much to offer—perhaps too much for overwhelmed career-seekers to decide. To help, here's a guide to HR generalists vs specialists. Find us at https://www.bernieportal.com/hr-party-of-one/ (https://www.bernieportal.com/hr-party-of-one/) BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy.  http://bit.ly/2NEQ5Qb (http://bit.ly/2NEQ5Qb) What is an HRIS? https://bit.ly/what-is-an-hris (https://bit.ly/what-is-an-hris) BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources.  Approved for SHRM & HRCI recertification credit hours. Enroll today! https://university.bernieportal.com/ (https://university.bernieportal.com/) The HR Party of One Blog https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c (https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c) Join the HR Party of One LinkedIn Group! https://www.linkedin.com/groups/12527070/ (https://www.linkedin.com/groups/12527070/) ▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬ HR Career: https://youtu.be/S8Tz5fSkq_E (How to Start Your HR Career | HR Party of One) https://youtu.be/S8Tz5fSkq_E https://youtu.be/BOXIg2Meq-8 (Best HR Certifications Human Resources Pros Need in 2022 | HR Party of One)  https://youtu.be/BOXIg2Meq-8 https://youtu.be/yswr4gJ_sTM (Top HR Conferences for 2022)  https://youtu.be/yswr4gJ_sTM Compensation and Performance: https://youtu.be/Jnkjo7d6Ch8 (How to Calculate Job Salary for Any Position at Your Company | HR Party of One) https://youtu.be/Jnkjo7d6Ch8 https://youtu.be/R6LLl8giQmg (How to Make a Manager Handbook | HR Party of One)   https://youtu.be/R6LLl8giQmg HRIS: https://youtu.be/okhyzWylzmw (How HR Tech Can Help You Hire & Retain Young Employees | HR Party of One)  https://youtu.be/okhyzWylzmw https://youtu.be/mwni2CR-09M (Great HR Software Tools to Consider for Your Company | HR Party of One)  https://youtu.be/mwni2CR-09M Payroll:  Overtime Threshold: What is it and How Does it Work? | HR Party of One  https://youtu.be/ng8L7vA_oTI (https://youtu.be/ng8L7vA_oTI) Biweekly is Best: How to Think About Pay Schedules | HR Party of One  https://youtu.be/p6IHUHTmICg (https://youtu.be/p6IHUHTmICg) Recruitment: How to Conduct the Recruitment Process: 7 Stages of Hiring | HR Party of One  https://youtu.be/rsG2K9zGW8I (https://youtu.be/rsG2K9zGW8I) HR's Guide to Recruiting Assessments | HR Party of One https://youtu.be/WgsJ_EaSoNc (https://youtu.be/WgsJ_EaSoNc) Risk Management and Compliance: 1095-C Updates for 2022 | HR Party of One  https://youtu.be/c5MgOgVi-fU (https://youtu.be/c5MgOgVi-fU) How to Fill Out OSHA Form 300A Summary | HR Party of One  https://youtu.be/gDiZ1v3fQtU (https://youtu.be/gDiZ1v3fQtU) Training and Development: How HR Can Help Train Managers to Be Better at Coaching, Recruiting, and  https://youtu.be/r24zjMYi5wM (https://youtu.be/r24zjMYi5wM) Compliance | HR Party of One   https://youtu.be/r24zjMYi5wM (https://youtu.be/r24zjMYi5wM) BernieU  https://bernieu.bernieportal.com/ (https://bernieu.bernieportal.com/) ▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬ ► LinkedIn: https://www.linkedin.com/company/bernieportal (https://www.linkedin.com/company/bernieportal) ► Twitter: https://twitter.com/HRPartyofOne (https://twitter.com/HRPartyofOne) ► Facebook: https://www.facebook.com/BerniePortal (https://www.facebook.com/BerniePortal) ► Instagram: https://www.instagram.com/bernieportal/ (https://www.instagram.com/bernieportal/) ▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬ ► Apple Podcasts:...

Is networking still just a bunch of sales people trying to sell their product and services? No, networking is all about learning about others and helping each other.  Heidi Torres, author of CEOs of Networking, talks about networking, how volunteering is a part of your networking strategy and her book.Buy CEOs of Networking#SponsoredConnect with Heidi:https://hrheidi.com/https://www.linkedin.com/in/heiditorres/Bio:Heidi Torres built connections at an early age when she studied at twelve schools and lived in three countries. She pursued a fifteen-year career in sales and progressively led and developed sales teams that spanned three states. After a promotion to Human Resources Supervisor, she began overseeing the HR needs of over 200 employees. Torres then earned a BBA in HR Management from Texas Woman's University, became a SHRM-Certified Professional, and landed positions as an HR Generalist and a Talent Acquisition Manager through networking. She serves on the DallasHR Board and attends the MBA program at West Texas A&M University.When not working, Torres volunteers with the Alzheimer's Association and enjoys spending time with her husband, rescue cats, and ducks.Support the show

This week on HR Insights – The Podcast, our host Stuart Elliott is chatting to Rhona Moodly, Human Resources Director, EMEA. Rhona is an international Senior Business Executive with truly global experience and perspective who has lived in the Middle East and Europe. She has worked and led teams across the multiple geographies of the emerging markets of Africa, Asia and Middle East, and the developed markets of Europe and North America.   Rhona is the first of a selection of exclusive guests on this series of the podcast who are internal HR professionals. They will be sharing an inside of view of the current trends and what they are seeing and experiencing in the HR world. Stuart and Rhona speak about her path to becoming an HR professional, her global career and through this how she's seen HR differ between the regions and lessons learnt from her overseas experience.Key timestamps: ·      7.35: Rhona's career trajectory into HR and Talent Acquisition ·      9.28: Becoming an HR Generalist ·      10.30: Growing up in South Africa ·      11.45: Being empowered to bring about change in an organisation ·      12.45: Rhona's global career and how she's seen HR differ between the regions ·      18.35: Three lessons from Rhona's overseas experiences ·      21.58: Working style changes following Covid ·      26.43: Rhona's view on hybrid working – is the office dead?·      30.06: What's ahead for HR?·      34.21: Advice for up and coming HR professionals 

Kevie Mikus knows compensation. Kevie went to school to learn HR and landed her first job out of college as an HR Generalist who was asked to work on compensation plans. She quickly learned she had a knack for it or as she tells it, "it's her jam." Since then she has taken her years of compensation focus to her current position of Regional Practice Leader, Human Resources & Compensation Consulting at Gallager, a global insurance brokerage, risk management, and consulting firm. If you want to hear someone who can take the complicated topic of compensation and explain it in an easy and fun way this episode is a must. Heck, its a joy just to hear Tara get smarter. :) Links to items mentioned in this podcast: OSU Vanderbilt – VTS Kraft CPAs Arthur J Gallagher – Compensation Gallagher Workforce Evaluation Quote: “Engagement is Fluid” Big Bang Theory Patrick Lencioni

CONTROL THE CHAOS: 4 SECRETS TO HR DEPARTMENT OF ONEIn this episode, Lori shares her top four secrets to thriving when you are a single Human Resources professional running the entire department by yourself! This episode provides actionable tips and tricks for seasoned Human Resources professionals, as well as those who are new to the Human Resources field.Listen to the episode to find out:1. If you are strategically aligned with your business;2. If you have an executive presence and how to step up and been seen as an authority3. How to capitalize on resources if you are on a budget4. Using Technology to prioritize your day5. How to take action to get a seat at the tableLori Kleiman is a self described HR Generalist. She built a HR consulting company and after seven years, sold it to Arthur J. Gallagher, (American global insurance and risk management provider) so she could focus on her new business, HR Topics. Lori is an annual speaker at the National Society for Human Resources Management conference and has leveraged her masters in HR, and background in SPHR and SHRM-SCP to elevate the position of all HR Professionals.NEWSLETTER- Don't miss an Employment Law  Updatewww.karlywannos.com/newsletterONLINE COURSES FOR HR, MANAGERS AND BUSINESSESADA: The Complete Course: learn everything you need to know about the Americans with Disabilities Act, to ensure you comply with the law! Check it out here.Sexual Harassment Training for Managers- Join the WaitlistFREE DOWNLOADSTHE EMPLOYMENT AUDIT: Does Your Company Pass the Test? Take the Quiz to find out if your company is protected from employment claims. The Employer's Essential Guide to Hiring and Firing:  5 Steps to Avoid Legal Trouble. Get the Guide here. If you make the hiring and firing decisions for your company, then you need this guide! Avoid these mistakes and protect your company from legal claims.  Get the guide here. Connect with Karly WannosFacebookInstagram Employment Law for Business Community Facebook PageLinkedinConnect with Lori KleimanHR TopicsLinkedinRate, Review & Subscribe on Apple Podcasts: Please consider rating and reviewing the show. This helps me reach more businesses and provide best practices on issues affecting companies and employees.  Disclaimer: The information on the Employment Experience is for educational purposes only. The information in this episode does not constitute legal advice, and does not create an attorney client relationship with Karly Wannos. Karly Wannos is licensed to practice law in Florida only. Please consult with an attorney before making any important business related decisions. 

“You would be shocked at how many leaders and executives are in jobs that they don't fit very well.”— Nancy Parsons  In this episode, Holly & Kristin talk with Nancy Parsons about: Her early career experiences as an HR Generalist in male-dominated industries and the obstacles she had to overcome Her passion for helping people better understand themselves, their strengths, and their risk factors Women's inherent personality risk factor as “worriers” The slow crawl toward gender equality How women can help themselves overcome obstacles  Key Takeaways Know yourself Do the right thing, always Do the work you love GUEST BIO Nancy E. Parsons is one of today's foremost experts in combining the science of assessments with the art of developing people. As CEO and President of CDR Companies, LLC, she and her team shed new light on personality strengths, inherent risks and motivation and change performance, careers and lives. Esteemed author of two research based books including the Amazon best-seller, Women Are Creating the Glass Ceiling and Have the Power to End It, Nancy is the 2019 MEECO International Thought Leader of Distinction in Executive Coaching and continues to break barriers in her field.  In 1998, Nancy and Kimberly R. Leveridge, Ph.D, authored the break-through CDR 3-Dimensional Assessment Suite®, an ideal coaching tool for global clients. The CDR 3-D Suite measures character traits, inherent risk factors for derailment, and drivers and reward needs. Combining this scientifically-validated assessment suite with cutting-edge technology, Nancy and her team launched CDR-U Coach in July of 2020. This product is the first of its kind that provides a scalable, personalized, online coaching feedback solution based on the results of the most in-depth assessments available on the market today. Because of the rich data source, predictive results, and complex algorithms, CDR-U Coach provides an A/I type experience for users with no two users having the same feedback. Nancy works with global leaders to accelerate success by helping them identify and develop their true talent at the launching point of a coaching engagement. She provides executive coaching services for the C-Suite and leaders across all sectors, facilitates strategic executive team development sessions, and instructs custom “Authentic Leadership” and “Women in Leadership” workshops. Additionally, she instructs and leads CDR Executive Coaches' Certification Workshops and teaches advanced coaches' programs. She has authored countless articles and blog posts on topics ranging from diversity and inclusion in the workplace to employee retention and has presented at international, national, and regional industry conferences. In 2016, Nancy developed the architecture of “Vets Coaching Vets,” which is a philanthropic initiative helping to accelerate veterans' success in the job market. CDR Companies has worked with more than 5 veterans' organizations and has provided assessments, individual coaching, and training workshops for over 50 veterans. CDR Companies, LLC is certified as a Women's Business Enterprise by the Women's Business Enterprise National Council (WBENC), the nation's largest third-party certifier of businesses owned and operated by women. Nancy is married to William C. Parsons, MD, who serves as the Chief Medical Officer for Phillips 66. They have four grown children, five grandchildren, and three very spoiled dogs. Connect with Nancy: Email:              nparsons@cdrcompanies.com LinkedIn:          https://www.linkedin.com/in/nancyeparsons Instagram:       https://instagram.com/nancy.parsonstx Website:          www.cdrcompanies.com   Guest Resource Links: CDR Assessment Group - Revolutionizing Leadership and Talent Development https://www.cdrassessmentgroup.com   CDR-U – Optimizing Your Diverse Workforce https://www.cdr-u.com   Books: Fresh Insights to END the Glass Ceiling: Parsons, Nancy E.: 9780692855744: Amazon.com: Books Women Are Creating the Glass Ceiling and Have the Power to End It: Parsons, Nancy E: 9798502200196: Amazon.com: Books   PLIFTING WOMEN HOSTS Kristin Strunk and Holly Teska Your co-hosts of the UPLIFTING WOMEN PODCAST, Holly Teska & Kristin Strunk, are women who UPLIFT other women at work and in the world.  Every other week they bring uplifting women guests to share their personal stories of challenge and triumph to inform and inspire their listeners.  The podcast also features guests who have played a significant role in honoring women and their place in the world by serving as promoters, sponsors, and coaches to the many women in their personal and professional lives. Join Holly and Kristin as they hear how their guests navigate the world of career aspirations, life, love, and family. Get advice from successful women who have figured out their own version of "secret sauce" to create the life they love. Holly believes the world needs the best leaders it can build; those who demonstrate integrity, empathy, humility, vision, positivity, and confidence. This type of leader brings out the best in others and delivers outstanding results. Holly feels we need everyone to perform at 100% to making our world a better place. Holly's experience in leadership, executive coaching, and talent development is the foundation of her career.  She has helped bright and motivated leaders become the very best versions of themselves. Through direct feedback, reflection, experimentation, and honest conversation, she will push you to excel at what you were called to do. Holly is especially committed to helping women navigate the choppy waters of today's fast-paced workplace and evolving world conditions but works with many different individuals and situations.  She welcomes inquiries for leadership and executive coaching and speaking engagements. Kristin's experiences have led her to the simple conclusion that leadership is simple - maybe not always easy, but simple.  Her work supporting leaders in finding their voices inspired her to find her own voice in the space of employee experience and leadership development.  She often hears the question that isn't being asked and is skilled at facilitating conversations and building relationships.  She has helped executives lead organizational transformations involving employee engagement, technology, and the new "Future of Work."  Follow her hashtag #responsibleleadership on social media to learn more about simple things leaders can do to build relationships and have a lasting positive impact. Website:         www.upliftingwomen.net   Connect with Holly: LinkedIn:         https://www.linkedin.com/in/hollyteska Twitter:           https://twitter.com/HollyTeska Facebook:       https://www.facebook.com/holly.teska Instagram:      https://instagram.com/HollyTeska Personal Website:         www.hollyteska.com Email:              holly@upliftingwomen.net    Connect with Kristin:  LinkedIn:         https://www.linkedin.com/in/kristin-strunk Twitter:           https://twitter.com/leadadvisor Facebook:       https://www.facebook.com/kristin.t.strunk Instagram:      https://instagram.com/ktuttlestrunk Personal Website:         https://regentleadershipgroup.com/ Email:              kristin@upliftingwomen.net    

Nadia Belkind is passionate about supporting work environments that thrive on interpersonal communication. She sees it as her mission to help generate trust, mutual understanding, connection, and positivity. After her relocation to Stanford in 2018, Nadia started teaching her class called "The Secrets of Interpersonal Communication" at Stanford Bechtel International Center, helping dozens of international spouses communicate confidently and effectively. In 2019 She co-led a MasterMind Job Search group, and in 2020 she worked as a Teaching Assistant at Stanford BioSci Career Center, supporting a group of Ph.D. students. Today she is an Operations and HR Generalist at the Silicon Valley startup ScyllaDB. Nadia holds a Master's degree in Sociology of Education from Tel Aviv University. Nadia and I talk about the importance of relationships and interpersonal communication. Nadia is a fantastic storyteller, and I appreciate the examples she shared from her life journey growing up in Israel and then moving to the USA. In both instances, she relied on her interpersonal communication to create new relationships. As Nadia would say, "Communication is not that much about what we say, but it is about how we say it. It is how we make people feel about themselves - that is what they will remember." I love Nadia's larger societal view and, at the same time, her skill of being able to see the individual pieces of the puzzle and how they fit together. What stood out to me about Nadia the most is her positivity, curiosity, energy, and ability to think things through from all perspectives. Favorite quotes from this episode: "Kindness has no language. If you are kind to another person, they will feel it no matter what.""Great things happen when we genuinely enjoy doing something for others.""I realized how important is non-verbal communication in this context - when you are a foreigner - when English is not your first language - when you are trying to make new connections with people. It is all about communication but not the verbal communication that we think is so important. It's not about the words that I say as much as how do I make the other person feel.""When we have too much choice, it is very hard for us to focus." 

Recruitment and hiring are never easy, but recently, there seems to be new challenges. Health is a bigger concern than ever and adjusting to meeting new demands and guidelines is difficult at best. So we asked our very own HR Generalist for her advice. Jamie Rofkar is the HR Generalist for Janitorial Manager and SHRM certified. She leads the way in helping establish HR practices, such as recruitment and hiring. Jamie is a go-getter with the ability to connect easily to the people she meets and has greatly enjoyed the usual face-to-face aspect of the hiring process. With current shifts due to COVID-19 and the rapidly advancing technological world, Jamie has had to adapt those processes, which includes a remote interviewing process. She has taken the approach of being compassionate and understanding, realizing that not everyone has the same accommodations, especially now, and focuses instead on the factors that could make that interviewee a good addition to the team. Visit our website here: https://www.janitorialmanager.com/the-business-of-cleaning-podcast/ Questions about the show or interested in being a guest? Email us Marketing@DoubleASolutions.net.

توی اپیزود هفت “مجید کیانپور”از رشد مقیاس پذیر صحبت میکنه! آقای مجید کیانپور مدیر سابق منابع انسانی هنکل و توتال در ایران بودن و به عنوان کارآفرین برتر در صنعت مشاور مدیریت، شناخته شده هستن. در حال حاضر، ایشون مدیر عامل و بنیان گذار مجموعه شاپرک آبی هستن! طبق معمول هر اپیزود، ما توی شروع از داستان مهمونمون میپرسیم، بعد متمرکز میشیم روی موضوع رشد مقیاس پذیر، از مفهومش میگیم، با چند تا مثال این موضوع رو باز میکنیم و به مهمترین نکات و چالش هاش میپردازیم! فیلم های معرفی شده: 1. Intern 2. Internship کتاب اول: شمال حقیقی کتاب دوم: از خوب به عالی وبسایت جیم کالینز: www.jimcollins.com راههای دنبال کردن ما: وبسایت کارکسب: www.kaarcasb.com اینستاگرام کارکسب: www.instagram.com/kaarcasb توییتر کارکسب: www.twitter.com/kaarcasb کانال یوتیوب کارکسب: https://www.youtube.com/channel/UCWnoApfJVnuMSVB99zgvdwA لیکدین کارکسب: https://www.linkedin.com/company/kaarcasb معنی برخی از کلمات انگلیسی استفاده شده در این اپیزود: 1. Job offer: پیشنهاد شغلی 2. Corporate: شرکت 3. Fortune 100: 100 شرکت برتر 4. Exposure: نمایش 5. Position: جایگاه 6. Training management: مدیریت آموزش (تربیت) 7. Assignment: وظیفه 8. Middle East: خاور میانه 9. Cashflow:جریان نقدینگی 10. HR Director:مدیر ارشد منابع انسانی 11. Talented:با استعداد 12. HR Generalist: متخصص عمومی منابع انسانی 13. Transform: تغییر 14. Downsizing: کوچک کردن شرکت 15. Business model:مدل کسب و کار 16. Explore: بررسی 17. Advisor: مشاور 18. Client: مشتری 19. Firm: شرکت 20. Turnaround: چرخش 21. Expansion: گسترش - توسعه 22. Owner: مالک 23. Founder: بنیانگذار 24. Leadership:رهبری 25. Scaling up: رشد مقیاس پذیر 26. Product:محصول 27. Structure:ساختار 28. Result:نتیجه 29. Paradigm: الگو 30. Stretch:منبسط کردن 31. Observe:مشاهده کردن 32. GDP: تولید ناخالص ملی 33. Partnership:مشارکت 34. Expertise: تخصص 35. Accelerator:تسهیل دهنده 36. Shortcut:مسیر کوتاه

This episode is reformatted to fit the needs of my listeners on other platforms other than Apple Podcast and Spotify. Today we make a quick trip to The Career Salon and talk shop about Hair Discrimination in Schools and the workplace with the HR Twins! We take a close look at micro-agressions and discuss the importance of The CROWN ACT.Carla Patton is a Certified Professional in Human Resources, offering a 17 year HR career distinguished by commended performance and proven results. She has a background in the HR Generalist scope of responsibilities, including experience in Full Cycle recruiting, mediation, conflict resolution, benefits administration, Labor Relations, HR records management, HR policy development, and legal compliance. She has demonstrated success in a broad range of HR-related activities. Carla prides herself on inspiring trust and engagement with Business Partners through building relationships at all levels of an organization. Carla has a BBA, MBA, PHR, SHRM-CP, Yellow Belt Lean Six Sigma, and C(k)PF designationCamille Tate is a Certified Professional in Human Resources, with 15+ years of agency and corporate recruiting  experience working for high-performing industry leaders. Leading skill set includes full-cycle recruiting for candidates in varied technology (software and infrastructure), product, finance, strategy, administrative, construction, architecture, and executive roles. She is a LinkedIn Professional Recruiter, PHR, SHRM-Certified Professional, AIRS, and Select Interview - Train the Trainer Certified, with a Bachelor's of Business Administration in Business Information Systems and an MBA concentrating in Management.Together Camille and Carla are the HR Twins, owners of The Career Salon, LLC. They are Co-Host of The Career Salon  Podcast w/ The HR Twins, a weekly Podcast covering issues related to career mobility, diversity, and inclusion, human  capital and leadership. They are also content creators for The Career Salon social media channels including Instagram,  Facebook, LinkedIn and blog.Love Your Locks Leave-In Conditioner  1 cup aloe vera juice  2 tablespoons favorite conditioner  2 tablespoons avacado oil  5 drops lavender essential oil   5 drops cedarwood essential oil  Combine in a spray bottle.  Shake gently to combine.   Spray on wet or dry hairFrom the Young Living Blog : www. youngliving.com/blog!--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/appSupport the show (https://www.buymeacoffee.com/VirtualPrincipa)